酒店管理专业实习生轮岗可行性研究——以河源职业技术学院酒店管理专业为例

The Feasibility of Work Shift of Trainees Majoring in Hotel Management:a Case Study of Hotel Management Major of Heyuan Polytechnic

酒店人才流失是酒店业最为关注和头痛的问题之一,通过培养实习生,发现和储备人才是改善酒店用人结构的途径之一,事实证明传统的顶岗实习后很难留住实习生。通过对实习生实行轮岗可行性进行调查和研究,对实习生轮岗的背景、实习生轮岗意愿调查、现有酒店实现轮岗遇到的问题和取得的成效,收益和风险评估进行论证,得出结论:对实习生有计划的实行轮岗培养,可以更好的发现人才、降低沟通成本、提高工作效率,实现校、企、生三赢的局面,即学校不会因对学生苦苦培养三年,却面对就业对口率不高的尴尬;企业能在轮岗中发现、培养、留住人才,最终实现降低人力资源成本;学生能在轮岗中找到自己的工作乐趣和发展的方向。所以应该发动校企协同设计实习生轮岗方案和制度配套保障措施,为通过轮岗实习留住更多酒店专业人才。

Talent loss is one of the most concerned and headachy problem for the hotel industry. Finding and reserving talent by cultivat- ing interns is one of the ways to improve hotel staff structure. Actually, traditional post practice could not help keep trainees. Through the investigation and study on the feasibility of job rotation of trainees, including the background, interns＇ willingness, the problems encountered by the existing hotels and the achievements in practicing job rotation, gains and risk assessments, a conclusion is reached： training interns with job rotation can help find talents, reduce communication costs, improve work efficiency, achieving a win-win result between colleges, enterprises, and students. In other words, colleges will not suffer from the embarrassment of low employment rate after three years of hard training; enterprises can find, train, and retain talents in the rotation and ultimately reduce the cost of human resources; students can find their own work fun and development direction in the rotation. So an internship rotation program and system support measures should be designed collaboratively by colleges and enterprises for retaining more talents for hotels.